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2019-06-17

legislature › pref label

House of Commons

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To ask the Secretary of State for Work and Pensions, with reference to the protections
introduced in Germany and Austria for workers renovating or demolishing buildings
against the risk of breathing in historical man-made mineral fibres which are now
considered to pose a serious risk to health, what steps she is taking to introduce
similar protections for UK workers.

<p>The Health and Safety Executive (HSE) is aware of the guidelines that have been
produced in Germany and Austria, advising companies on the measures they should take
to protect workers against risks of breathing in historic man-made mineral fibres
(MMMFs).</p><p>In Great Britain there is a statutory framework in place to protect
workers who may be exposed to any hazardous substance, such as MMMFs, regardless of
how that exposure occurs. This framework includes the Health and Safety at Work etc.
Act 1974 which places a general duty on employers to ensure, so far as is reasonably
practicable, the health, safety and welfare of people affected by their work activities.</p><p>
</p><p>The Control of Substances Hazardous to Health Regulations 2002 (COSHH), places
specific duties on employers and implements several EU Directives on worker protection,
ensuring our standards meet those required of all EU Member States. COSHH requires
employers to carry out a risk assessment to establish the hazards associated with
the tasks and processes they are undertaking and put in place suitable arrangements
to either prevent or control those risks. Such a risk assessment would need to be
carried out for workers renovating or demolishing buildings to enable suitable controls
to be put in place for any hazardous substances that may be present or that may be
produced, including MMMFs. HSE provides guidance, to help businesses comply with their
legal duties.</p><p> </p><p>The regulatory framework, supported by guidance, is sufficient
to control occupational exposure to MMMFs.</p>

To ask the Secretary of State for Work and Pensions, if her Department will take steps
to monitor the roll out of a universal basic income pilot by Sheffield City Council;
and if she will make a statement.

<p>We are aware of experiments in universal basic income (UBI) around the world and
we do not believe there is a case for UBI. We believe Universal Credit is the right
approach for the UK because it simplifies the benefit system, promotes and incentivises
work, including progression in work, and provides targeted support to those in most
need in a way that is affordable.</p><p> </p><p>In February 2018 the OECD concluded
in <a href="https://read.oecd-ilibrary.org/economics/oecd-economic-surveys-finland-2018_eco_surveys-fin-2018-en#page45"
target="_blank">its survey of the Finnish Economy</a> that the complexity of the current
benefits system in Finland was an obstacle to stepping into work and that the basic
income experiment, whilst possibly enhancing work incentives, may increase poverty
and would require increasing income taxation by nearly 30%. More recently, findings
from the evaluation of the Finnish basic income experiment show some improvement in
perceived wellbeing, but that it did not increase the employment level of the participants
in the first year of the experiment. The OECD also developed a scenario for Finland
inspired by the UK’s Universal Credit (UC). They found that this ‘would consistently
improve work incentives and reduce complexity, with limited changes to the income
distribution and limited fiscal cost.</p><p> </p><p>This <a href="https://oecdecoscope.blog/2018/02/28/why-would-a-universal-credit-be-better-than-a-basic-income-for-finland/"
target="_blank">OECD blog</a> post is particularly useful on the OECD’s work to compare
UBI and UC.</p>

<p>End year performance awards are a key element of the Department for Work and Pension’s
reward strategy, supporting performance improvement, employee engagement and delivery
of key business objectives. These awards are based on employees’ annual performance
ratings, which are scored against their overall achievement of objectives, and the
behaviours demonstrated during the performance year. The level of award will vary
according to a range of factors including grade and performance rating achieved.</p><p>
</p><p>As with all government departments Senior Civil Servants (SCS) in DWP are managed
under Cabinet Office policy. Performance related pay awards for this cohort are restricted
to top performers only with around 25% of employees falling into this category. Performance
ratings are based on delivery against key objectives, effective leadership skills,
and demonstration of Civil Service behaviours and values.</p><p> </p><p>The DWP, in
common with most other government departments, also operates an in-year Recognition
and Reward scheme which is available all year round and consists of one off non-consolidated
cash or voucher awards. Employees are encouraged to recognise individuals and teams
for their exceptional contributions in areas such as giving a particularly high level
of customer service or demonstrating outstanding teamwork.</p>

To ask the Secretary of State for Work and Pensions, how much her Department spent
on performance-related awards for officials in (a) 2014, (b) 2015, (c) 2016, (d) 2017,
(e) 2018 and (f) January 2019 to June 2019.

<p>The periods covered are pay remit years which run from July to June, figures up
to 2017/18 are actual and 2018/19 is forecast as this reporting year will not conclude
until end June 2019.</p><p> </p><p>The figures provided include expenditure on all
DWP performance related awards including; End of year performance awards to delegated
grades, SCS Performance Related Payments, Recognition scheme.</p><p> </p><p>2013/14
- £49.635,000, Average Payment by headcount - £505</p><p>2014/15 - £46,277,000, Average
Payment by headcount - £513</p><p>2015/16 - £43,056,000, Average Payment by headcount
- £510</p><p>2016/17 - £39,435,000, Average Payment by headcount - £473</p><p>2017/18
- £42,341,000, Average Payment by headcount - £509</p><p>2018/19 - £22,854,000 – Payments
will be agreed as part of 2019 pay negotiations pending.</p><p> </p><p>We have over
82,000 employees in DWP, approximately 94% are in our most junior grades receiving
an annual salary between £18,745 for an AA Grade and £37,262 for an HEO Grade based
in Inner London.</p>

<p>Jobcentre Plus work coaches offer all claimants, including carers, a comprehensive
menu of help, including skills provision and job search support, including individual
support packages to help people into work. Support and coaching is personalised to
the individual so that it works best for them.</p><p /><p>For example, Jobcentre Plus
Work Coaches utilise packages of support such as New Enterprise Allowance (NEA) for
those considering self-employment and funding from the Flexible Support Fund to help
individuals overcome their barriers to enter employment.</p><p> </p><p>In addition,
support is available via the National Careers Service in England, co-located in around
90% of Jobcentres and available online. This includes a Skills Health Check designed
to help users explore their skills and interests to help identify the right job. In
Scotland a broader offer is made via My World of Work.</p>

To ask the Secretary of State for Work and Pensions, what plans she has to help ensure
that there are adequate (a) parking facilities and (b) public transport connections
for staff working in her Department's offices in Merthyr Tydfil when that office is
moved to the hub north of Cardiff.

<p>We plan to move the back of house staff based in Merthyr Tydfil Ty Bethesda into
the new office in Treforest between 2021 and 2023.</p><p> </p><p>Building work on
the new Treforest site began in January 2019 and the building is currently on track
and due for completion in the last quarter of 2020. There are plans for 444 car parking
spaces, along with space for motorcycle and cycle storage at this site.</p><p> </p><p>The
development of the South Wales Metro continues and discussions are ongoing between
DWP and Transport for Wales around the relocation of Trefforest Estate station closer
to the new office.</p><p> </p><p>Before any moves take place, staff will have the
opportunity for a formal one-to-one discussion with their line managers about how
the move will impact them. This helps to assess any travel impacts of the change of
location. We anticipate that these formal discussions will take place approximately
nine months in advance of any moves.</p>

<p>There were 64,800 people aged 16-24 in employment across Nottingham and Nottinghamshire
in 2010, and 71,000 in 2018.</p><p>The number of young people claiming unemployment-related
benefits across Nottingham and Nottinghamshire Local Authorities has fallen by 65.8%
in the last six years and stands at 3,696 as at February 2019.</p><p>And, the overall
level of employment across the East Midlands is now 2.343 million, an increase of
just under a quarter of a million since 2010.</p><p>Across the UK, around 6.0 million
(86.4%) 16-24 year olds are in full-time education (FTE) or work.</p>

To ask the Secretary of State for Work and Pensions, how many claimants awarded personal
independence payment under the special rules for terminal illness made an advanced
new claim towards the end of their existing award in each of the last five years;
and how many of those claimants had motor neurone disease.

<p>In October 2017, the Prime Minister welcomed and accepted the recommendations of
the <em>Thriving at Work: The Stevenson / Farmer review of mental health</em> <em>and
employers</em>. This recognised that employers should develop a comprehensive approach
to managing mental health that includes implementing activity on preventing mental
ill health caused by work, promoting good mental health in the workplace and supporting
individuals who experience poor mental health. Actions to implement this comprehensive
approach are described within the mental health standards developed by the reviewers
and accepted by Government.</p><p> </p><p>Existing duties under the Health and Safety
at Work Act 1974 contribute by requiring employers to put in place measures to prevent
causes of work-related mental ill health. Specifically, the Management of Health and
Safety at Work Regulations 1999 require employers to undertake a risk assessment and
act on that assessment by removing or putting in place reasonable steps to control
the causes of work-related mental ill health. Additionally, under the Health and Safety
(First Aid) Regulations 1981, employers have a responsibility to consider the mental
health needs of their staff as part of their ‘first aid needs assessment’ and decide
on what support is necessary. This assessment enables employers to put in place measures
that will directly respond to their employee needs and allows businesses flexibility
where those needs may change. Supporting individuals in distress until professional
help arrives is an important feature of any first aid event regardless of its nature.
It is a key component in the first aid syllabus contained in the regulations and meets
the NHS recommended approach for assisting an individual who is experiencing a mental
health crisis.</p><p><strong> </strong></p><p>Government is committed to working with
key stakeholders, public, private and voluntary sectors to ensure that employers of
all sizes implement the mental health standards, comply with their legal duties and
realise the benefit of healthy inclusive workplaces.</p>

<p>The Department’s standard method of payment for pensions and benefits is into a
bank, building society or credit union account. For claimants who cannot open one
of these accounts, or provide the details for their own account to access their payment,
the Department can offer two alternatives: The Post Office Card Account and HM Government
Payment Exception Service, both of which guarantee access to their payment of pension
and or benefit.</p><p> </p><p>The Department has been contacting claimants using Post
Office Card Accounts since September 2015 offering information to claimants to move
to standard payment methods.</p><p> </p><p>As a claimant may receive more than one
payment of Universal Credit in each month, we have supplied the total volume of Universal
Credit payments made into Post Office Card Accounts in each of the last 12 months
in the table below. Increasing volumes of Universal Credit payments into these types
of account reflect those naturally migrating from legacy benefits and taking their
payment method with them.</p><p><strong> </strong></p><table><tbody><tr><td><p>Month</p></td><td><p>Payments
Made</p></td></tr><tr><td><p>June 2018</p></td><td><p>10,322</p></td></tr><tr><td><p>July
2018</p></td><td><p>9,699</p></td></tr><tr><td><p>August 2018</p></td><td><p>10,686</p></td></tr><tr><td><p>September
2018</p></td><td><p>10,494</p></td></tr><tr><td><p>October 2018</p></td><td><p>10,302</p></td></tr><tr><td><p>November
2018</p></td><td><p>12,160</p></td></tr><tr><td><p>December 2018</p></td><td><p>12,649</p></td></tr><tr><td><p>January
2019</p></td><td><p>12,571</p></td></tr><tr><td><p>February 2019</p></td><td><p>13,807</p></td></tr><tr><td><p>March
2019</p></td><td><p>14,209</p></td></tr><tr><td><p>April 2019</p></td><td><p>14,377</p></td></tr><tr><td><p>May
2019</p></td><td><p>15,724</p></td></tr></tbody></table>